Wake-Up Calls for Managers
For the hard parts no one prepares you for
When the path isn’t clear, the stakes are high, and the answers aren’t obvious—this is where managers struggle most.
Wake-Up Calls for Managers delivers practical, real-world guidance for navigating:
- Tough conversations
- Leading through uncertainty
- Building influence without authority
- Driving results through others
The Leadership Caffeine Blog
7 Reasons Why all new(er) managers should join this group coaching program
I'm excited to share a great new group coaching program for new(er) managers. (New to 2-3 years.) 7 Reasons Why All New Managers Should Join This Group Coaching Program: 1. It's just the right support/help/inspiration/motivation/guidance you need when you're newer to...
7 Reasons Why all new(er) managers should join this group coaching program
Coaching offers powerful growth opportunities for every professional. This unique, new program brings group coaching to those new(er) to managing to support them building a great foundation and navigating the challenges of shifting from contributor to manager. In this article, I share seven reasons why this might be the perfect development experience for you or the new(er) managers on your team.
Starting Strong as a New Manager—10 Reminders
Tuesday at the Management Excellence blog is for anyone getting started (or starting over) on their leadership journey. Here are 10 reminders for the new manager:
10 Ideas to Help Deal with the Abusive Boss
Health Warning: there’s no easy method for dealing with an abusive boss. Sometimes, the next exit ramp is the best approach. And sometimes circumstances require you to stay and attempt to cope. Here are 10 ideas to consider when striving to cope with an abusive boss:
There’s Greatness in this Younger Generation
In a recent program with experienced managers, the inevitable and mind numbing and stupid topic of how difficult it is to manage the younger workers surfaced and people jumped on this out-of-tune bandwagon like they were giving away free money. Perhaps it’s not the youth of the group that need to change. Consider…
The Next Act—Answering The Wake-Up Call
For most of the later career re-inventors I’ve worked with, the wake-up call wasn’t so much a single trigger event as it was a confluence of several issues. It’s a big decision to leave behind something you’ve been doing for decades. It may be the best decision for you, but a bit of planning goes a long way. Here are 9 suggestions for anyone considering answering the career-reinvention wake-up call:
Leadership Caffeine™—Role Models from Dangerous Situations
For all of us operating in the relative safety of corporate walls, there’s more than a few powerful lessons on leading we can gain from those operating in harm’s way. The first lesson is humility.
The Next Act—for Later Career Leaders
New and emerging leaders are our future. It’s essential to support their development as they take the reins in our challenging world. They are and will remain the focal point of my content here at Management Excellence. However, there’s an audience whose needs in my opinion are grossly under-served in the career and leadership blogging and writing ecosystem: the later-career (read: over-50) senior leaders and executives. With this post, I’m announcing a new blog feature focused on the needs of this experienced audience.
17 Ways Your Strategy Process Will Fail
Strategy processes mostly disappoint. That’s too bad, because there are few things more essential to an organization’s success and security than getting strategy right. Here are (at least) 17 ways your strategy process will break bad:
New Leader Tuesday—3 Questions to Bring Your Future into Focus
I can tell you with absolute certainty that I didn’t think about my own leadership legacy during the early part of my career. No one does, and that’s often a mistake. Here are 3 provocative questions to help bring your future as a leader into focus:
Leadership Caffeine™—Great Leaders Care
While a leader’s competence is viewed as the most important attribute to engender trust, the fact that he or she genuinely cares about team members is an important number two.